Job-fit and high-performance versus high-empowerment HR: moderators of the PSM—organizational commitment relationship

Bland, J. Travis; Williams, Adam M.; Albertson, Nicole

doi:10.1080/14719037.2021.1985317

Cited by 8 publications

(7 citation statements)

References 86 publications

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“…They can also seriously consider the three contextual factors that potentially undermine professional motivation. Managing contextual factors is fundamentally a matter of interaction between PSM and human resource practices (Bland et al, 2021).…”

Section: Discussionmentioning

confidence: 99%

“…Second, it seeks to explore contextual factors that can affect PSM of frontline healthcare workers during the COVID-19 pandemic. Given the paucity of literature on healthcare worker PSM during pandemics and the few longitudinal studies (Christensen et al, 2017; Hameduddin & Engbers, 2022), this study aims to address this knowledge gap by exploring factors that may affect motivation according to the PSM (Bland et al, 2021). This new knowledge could enable better PSM and encourage policymakers to implement behaviors that support healthcare workers’ motivation to provide care during pandemics.…”

Section: Introductionmentioning

confidence: 99%

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Exploring Profiles of Public Service Motivation Among Frontline Healthcare Workers During the COVID-19 Pandemic

Morin,

Talbot

2024

Public Administration Quarterly

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Since the beginning of 2020, the COVID-19 pandemic has placed additional pressure on the supply of healthcare services. This study aims to explore profiles of public service motivation among healthcare workers during a pandemic. A total of 318 questionnaires were completed for two measurement times (T1, n = 171 and T2, n = 147). The study’s mixed-method design identified three profiles: (1) The devoted, (2) the disenchanted, and (3) the limited self-sacrificing. Results also revealed three main factors that may affect motivation in healthcare workers during the COVID-19 pandemic: (1) valorization, (2) leadership, and (3) job design. This study contributes to a better understanding of the organizational and human issues of motivation for public service during a pandemic.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Exploring Profiles of Public Service Motivation Among Frontline Healthcare Workers During the COVID-19 Pandemic

Morin,

Talbot

2024

Public Administration Quarterly

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“…In addition, the literature on "high-involvement management" has identified participation as the primary pathway leading to improved employee wellbeing, which is reported to be positively related to motivation and performance [15,[53][54][55]. After these initial steps, the strategic importance of motivational capital has been linked to specific types of HRM practices, as intrinsic and social motivations can be supported by employee involvement in decision making and autonomy, while hierarchy and extrinsic incentives are able to displace these motivations [55][56][57][58][59][60].…”

Section: The Role Of Relational Motivationsmentioning

confidence: 99%

Worker Involvement and Performance in Italian Social Enterprises: The Role of Motivations, Gender and Workload

et al. 2022

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Over the past two decades, organizational sustainability has been studied from several different perspectives, such as marketing, governance, strategy, and human resource management (HRM). However, sustainability framed in HRM has not yet received enough attention in the literature, especially as it concerns the study of different organizational forms. Building on Enhert and Harry’s (2012) sustainable HRM approach, this article studies worker empowerment and how it affects organizational performance in terms of service quality and service innovation. Specifically, it addresses how relational motivations interact with HR-empowering practices (involvement in decisions and task autonomy) as organizational resources in influencing performance, how workload pressure resulting from HR empowerment can improve performance, and the influence of gender on performance, especially with concerns for human capital (tertiary education) and motivations. To this end, a representative sample of workers employed by Italian social enterprises (ES) in the social service sector is used. We propose multilevel SEMs that are based on two sets of equations specifying worker- and organization-level effects on organizational performance. Our main results show that the combination of worker engagement and an appropriate relational context in the organizational environment is most conducive to delivering better and innovative services. In addition, a higher percentage of well-trained and relationally motivated women employees helps achieve this goal.

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“…Second, there is some controversy about the strength and direction of the relationship between public service motivation and work engagement. Some scholars advocate that there is a medium positive correlation between them (Sun and Gu, 2017 ; Shim et al, 2021 ), but others hold different views (Eldor and Harpaz, 2019 ; Bland et al, 2021 ; Bashir et al, 2022 ). This paper aims to confirm the degree of the relationship by integrating existing studies.…”

Section: Introductionmentioning

confidence: 99%

Can public service motivation increase work engagement?—A meta-analysis across cultures

Ding

Wang

2023

Front. Psychol.

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Civil servants' work engagement is an essential topic in human resource management research of public sector. To explore the effects of public service motivation on civil service engagement as well as its mechanisms of action, and boundary conditions, this paper utilizes a meta-analytic approach to analyze 31 independent samples from 10 countries through literature search, screening, and coding. The result shows a significant positive relationship between public service motivation and work engagement with no possibility of publication bias. The regulatory effect test through Hofstede's model reveals that the dimensions of Power Distance Index, Individualism/Collectivism, Long-Term Orientation/Short-Term Orientation, and Indulgence/Restraint can significantly moderate the relationship between public service motivation and work engagement. This study provides a clear explanation for understanding the relationship between public service motivation and work engagement from a cross-cultural perspective, meanwhile it offers some theoretical implications for improving public servants' work engagement in the future.

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Job-fit and high-performance versus high-empowerment HR: moderators of the PSM—organizational commitment relationship

Cited by 8 publications

References 86 publications

Exploring Profiles of Public Service Motivation Among Frontline Healthcare Workers During the COVID-19 Pandemic

Exploring Profiles of Public Service Motivation Among Frontline Healthcare Workers During the COVID-19 Pandemic

Worker Involvement and Performance in Italian Social Enterprises: The Role of Motivations, Gender and Workload

Can public service motivation increase work engagement?—A meta-analysis across cultures

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